How to avoid breaking promises in recruitment interviews

The first move is to strengthen the company's advantages.

Job seekers pay more attention to salary, welfare and development platform when looking for a job. Large companies must have certain market advantages, but for most small and medium-sized companies, the advantages are not specific and obvious in terms of company development platform or salary and welfare in the market. At this time, HR should try every means to explore the places where the company can attract job seekers (such as flexible working hours, humanized management, professional free training, colorful group building activities, tall office environment, weekends or singles weekends). Talk more about these aspects with job seekers on the phone, and create a signal for job seekers that "our company is very good, especially in soft power, and we attach great importance to talents". Under such temptation, it will attract a considerable number of job seekers. After all, the young post-90s also attach great importance to the company's soft power when choosing a job.

The second measure is to strengthen communication, reflecting the company's HR specialty and attention to talents.

After telephone communication with job seekers, emails inviting or introducing companies and positions should be sent in time, and must be one-to-one, with prominent email titles (too much spam) and short messages should be sent in time. At the same time, add job seekers' WeChat or QQ as much as possible; It is convenient to communicate with job seekers in time. Even if the job seeker doesn't come or attend the interview, he can recommend the job seeker or recommend it to other companies to leave a good impression. At the same time, we should also pay attention to leaving the company's phone number (preferably straight line, if it is an extension, we must leave the extension number) and HR's mobile phone, so that job seekers can contact HR in time if they have any questions.

Third, increase the number of invitations.

While ensuring the quality of invitation, we must invite as many job seekers as possible. After all, no one can guarantee that all job seekers can come, so that even if there is an accident on the day of the interview, the number of interviews can be guaranteed.

Fourth, introduce the company objectively.

When calling for an invitation, job seekers will definitely ask about the company, such as company size, office location, job responsibilities, welfare benefits (social security, provident fund, bonus), working hours, overtime and so on. In this case, HR must answer objectively, after all, as long as these questions arrive at the post, job seekers will know. Don't mess around, or you will be irresponsible to job seekers and yourself, and it will also affect the image of the employer.

Fifth, do more return visits.

After the successful telephone invitation, it is very important to pay a one-on-one telephone call back to those who will come for an interview tomorrow the day before the scheduled interview to verify whether they can come for an interview as scheduled. During the telephone call back, any problems can be solved in time. If you can't attend the interview on time, you can invite the interview time again. At the same time, it can also remind job seekers and strengthen their recognition of the enterprise.

The sixth trick is to focus on the information of the interview invitation.

Some job seekers stood me up, sometimes because they didn't know how to get to the interview site or got lost in the process, or they couldn't find a company at the interview site. Therefore, at the time of invitation, HR can ask the current residence of the job seeker in detail, and then give key tips according to the situation. At the same time, in e-mail, SMS, WeChat and QQ, job seekers should also be informed of the ride information, the time required for the ride, the interview location, the map logo or landmark building of the interview location, so that job seekers can find the company more easily and enhance their goodwill towards the company.

The seventh trick, the telephone invitation should show the attitude of seeking talents.

In telephone communication, the tone should be warm and polite, respect each other, and explain the company's thirst for talents.

The eighth trick is to grasp the time of telephone invitation and interview.

When calling an invitation, the time of calling is very important. If the morning is too early, the job seeker hasn't got up yet (usually in the morning meeting or dealing with important work), and he has no mood or time to answer the phone at all, the quality of the invitation is naturally not high. Therefore, it is suggested that the invitation be made by telephone at10: 00-1:30 in the morning and at 14:30- 17:30 in the afternoon. The interview time is also suggested to be arranged after 9:30 am and after 14:30 pm. In this way, job seekers have enough time to interview.